PUBLIC COMPLAINTS ABOUT SCHOOL PERSONNEL Sample Clauses

PUBLIC COMPLAINTS ABOUT SCHOOL PERSONNEL. Constructive criticism of the schools is welcomed when it is motivated by a sincere desire to improve the quality of the education program and to equip district schools to perform their task more effectively. The Board places trust in its employees, and desires to support their actions in such a manner that employees are freed from unnecessary, spiteful, or negative criticism and complaints. Whenever a complaint is made directly to the Board as a whole, or to a Board member as an individual, it shall be referred to the school administration. The individual employee involved shall be advised of the nature of the complaint and shall be given every opportunity for explanation, comment, and presentation of the facts as he or she sees them. If it appears necessary, the administration, the person who made the complaint, or the employee involved, may request an executive session of the Board for the purpose of greater study and a decision. Generally, all parties involved, including the school administration, shall be asked to attend such a meeting for the purpose of presenting additional facts, providing further explanations, and clarifying the issues. Hearsay and rumor shall be discounted, as well as emotional feelings, except those directly related to the facts of the situation.
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PUBLIC COMPLAINTS ABOUT SCHOOL PERSONNEL. 1. The Potlatch Board of trustees places trust in its employees and will protect them as much as possible from unnecessary or unwarranted criticism. Complaints will be investigated fully and fairly, and the employee’s rights to due process will be protected at all times. Constructive criticism is welcome when it is motivated by a sincere desire to improve the quality of the education program.
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PUBLIC COMPLAINTS ABOUT SCHOOL PERSONNEL. In those instances when constructive criticism is directed at specific employee of the District it should be understood that there is a proper procedure and/or “chain of command” that should be followed whenever possible. A person making a complaint, formally or informally, should be instructed to talk directly with the employee who is the subject of the complaint or their immediate supervisor. The employee shall have the right to respond, present facts, explain, or otherwise clarify the issues being disputed. If the individual(s) making the complaint are not satisfied they should then be instructed to file a complaint, in writing, to the appropriate building principal or the superintendent. The administrator will schedule a meeting for all parties. The employee shall be given the opportunity for explanation, comment, and presentation of facts as he/she sees them. If issues still exist after this meeting, individuals filing the complaint may request to speak to the Superintendent. A representative of their choice may accompany the employee in those circumstances when the matter being complained of may lead to discipline. If a written complaint is not filed, depending on the nature and severity of the issue, the District may be required to investigate.
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PUBLIC COMPLAINTS ABOUT SCHOOL PERSONNEL. SECTION 1 Constructive criticism of the South Central Schools is welcome through whatever medium when it is motivated by a desire to improve the quality of the education program and to equip the schools of this district to their task more effectively.
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PUBLIC COMPLAINTS ABOUT SCHOOL PERSONNEL. 113.01 Constructive criticism of the school and/or its personnel is welcome through whatever medium when it is motivated by a sincere desire to improve the quality of the educational program of the school district.
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PUBLIC COMPLAINTS ABOUT SCHOOL PERSONNEL. Constructive criticism of the school and/or its personnel is welcome through whatever medium when it is motivated by a sincere desire to improve the quality of the educational program of the school district. The Board places trust in its teachers and desires to support their actions in such a manner that teachers are freed from unnecessary criticism and complaints. Whenever a complaint is made to the Board as a whole or to a Board member as an individual the board will listen for informational purposes only. The Board or board member will refer the parent to Step 1 on the approved complaint procedure. The individual teacher involved shall be advised of the nature of the complaint and shall be given an opportunity to explain, to comment, and to present the facts as he or she sees them when the board or Administration believes the nature of the complaint could affect the teacher’s ability to be effective. The following procedure has been established for processing such complaints about teachers. Any complaint regarding a teacher directed to any member of the school administration team shall be processed in the following manner:
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Related to PUBLIC COMPLAINTS ABOUT SCHOOL PERSONNEL

  • Public Complaints All complaints submitted by the public shall be reduced to writing by the Complainant. No Employee shall be accused of committing an act until a proper and adequate investigation has taken place. Should the complaint prove to be valid, then the Employee shall be remitted with a copy of such complaint. If requested the Complainant shall be made known in confidence to the Chair of the applicable Bargaining Unit of CUPE and its Local 4705.

  • Client Complaints The Operator and AHS shall promptly inform the other party of any material complaints, concerns or grievances made to or against the Operator with respect to the Services. The Operator acknowledges that AHS is required to establish and maintain a patient concerns resolution process in accordance with the Patient Concerns Resolution Process Regulation (AR 124/2006) and that AHS has been advised by the Office of the Alberta Ombudsman that all contracted service providers are also required to have a patient concerns resolution process in place. The Operator shall comply with the Patient Concerns Resolution Process in Schedule “D”, Appendix 5.

  • Anonymous Complaints When an anonymous complaint, where the complaint, if true, would not or could not lead to criminal charges, is made against a member and no corroborative evidence is obtained through a prompt investigation by management, the complaint shall be classified as unfounded. No disciplinary action may be brought as the result of unfounded complaints.

  • Contractor Key Personnel ‌ The Contractor shall assign a Corporate OASIS SB Program Manager (COPM) and Corporate OASIS SB Contract Manager (COCM) as Contractor Key Personnel to represent the Contractor as primary points-of-contact to resolve issues, perform administrative duties, and other functions that may arise relating to OASIS SB and task orders solicited and awarded under OASIS SB. Additional Key Personnel requirements may be designated by the OCO at the task order level. There is no minimum qualification requirements established for Contractor Key Personnel. Additionally, Contractor Key Personnel do not have to be full-time positions; however, the Contractor Key Personnel are expected to be fully proficient in the performance of their duties. The Contractor shall ensure that the OASIS SB CO has current point-of-contact information for both the COPM and COCM. In the event of a change to Contractor Key Personnel, the Contractor shall notify the OASIS SB CO and provide all Point of Contact information for the new Key Personnel within 5 calendar days of the change. All costs associated with Contractor Key Personnel duties shall be handled in accordance with the Contractor’s standard accounting practices; however, no costs for Contractor Key Personnel may be billed to the OASIS Program Office. Failure of Contractor Key Personnel to effectively and efficiently perform their duties will be construed as conduct detrimental to contract performance and may result in activation of Dormant Status and/or Off-Ramping (See Sections H.16. and H.17.).

  • SUPERVISORY PERSONNEL All supervisors and foremen shall be excluded from the bargaining unit and will not perform any work which falls within the scope of this Agreement. When supervisors and foremen are appointed, a notice to that effect will be posted and maintained on a bulletin board.

  • Investigatory Interview When the employee under investigation is to be interviewed concerning the alleged conduct which could result in discharge or other discipline, the employee and his or her representative shall be notified in writing, at least forty-eight (48) hours prior to the interview. In the event of an emergency, such reasonable notice as the circumstances permit shall be given. The notice shall state that an official investigation is being conducted and shall state the subject matter of the investigatory interview.

  • Employer Grievance The Employer may institute a grievance by delivering the same in writing to the President of the Local Union and the President shall answer such grievance in writing within five working (5) days. If the answer is not acceptable to the Employer, the Employer may, within ten (10) working days from the day the President gives her answer, give ten (10) working days notice to the President of the Local Union of its intention to refer the dispute to arbitration.

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